-We have tweaked Article 24, relating to Performance Improvement Plans, for clarity. Our union, HR and Management had a fulsome discussion on the perceived use of this Article to exit staff. We have been assured this is not the purpose. Our union has made clear that if managers are doing their jobs effectively, there should never be a need for a formal Performance Improvement Plans, as staff will have had the guidance and support they need to improve their performance.

-HR and management recognize that there is no place for bullying or aggressive management in the workplace. They also recognize that staff are feeling overworked and underappreciated. Measures are being taken to address these issues and ensure a better workplace environment at Thomson Reuters.